Dancing With the Stars
1) What did the study examine? Why is this an important question? What was the main finding?
The study examined organizational situations where star employees must work closely with non-star employees and highlights the organizational tradeoff in utilizing stars (Chen & Garg, 2018). When an organization utilizes its star employees, it simplifies its learning process and improves organizational performance. However, the over-reliance on the str employee will lead to myopia. Therefore, the temporary absence of the star employee can assist the organization to over myopia and trigger new routines that are not dependent on the star employee. The question under study is vital since it gives insights into what happens to an organization when its star employees are not available. Organizations should also be prepared to let their star employees take a break to develop new routines that the star employee would have to adopt when they return. Most organizations fear of losing their star employees can be eliminated when organizations learn that the other non-star employees will adapt to the situation and create new methods for increasing performance. Star employees are given the leeway to work as they please and do their work without considering the other employees. Therefore, they believe they are irreplaceable, which would negatively impact the morale and motivation of the other non-star employees. Therefore, understanding that an organizations...
The study results indicate that the temporary absence of a star employee assists the organization in overcoming its over-reliance on the star and improves teamwork (Chen & Garg, 2018).
2) What are star-centric routines?
Star-centric routines are those methodologies for working within an organization centered around the star employee (Chen & Garg, 2018). These methodologies rely heavily on the star employee, and they cannot be accomplished without the presence of a star employee. For example, in an NBA team, the...
…performance will reduce initially, the teams performance does improve over time, and other employees can showcase their hidden talents (Chen & Garg, 2018). Without the star employee, the other employees are motivated to exert more effort to improve their performance. When the star employee is not around, the non-star employees will become eager to display their talents to become star employees. The simple routines adopted by the organization that center around the star employee would have to be reimagined, forcing the organization to create new routines. These new routines will increase employee collaboration even when the star employee returns after the break. To allow other employees to demonstrate their talents, an organization should ensure its star employee takes a temporary absence. Temporary disruption fosters learning, pushing the organization to search for new routines even when performing exceptionally. Therefore, having the star employee sit out in some projects allows the organization to search for new routines that are not focused on the star…
